| Título: | Motivation, satisfaction and attachment : Motivación, satisfación y vinculación: ¿es gestionable la voluntad de las personas en el trabajo? |
| Autores: | Sánchez, Carlos |
| Tipo de documento: | texto impreso |
| Editorial: | Universidad Nacional de Educacion a Distancia, 2012-07-07 |
| Dimensiones: | application/pdf |
| Nota general: |
Acción Psicológica; Vol 5, No 1 (2008): Interventions on Organizations: New Perspectives; 9-28 Acción Psicológica; Vol 5, No 1 (2008): Interventions on Organizations: New Perspectives; 9-28 2255-1271 1578-908X 10.5944/ap.5.1 Copyright (c) 2015 Facultad de Psicología. Servicio de Psicología Aplicada. http://creativecommons.org/licenses/by-nc-nd/4.0 |
| Idiomas: | Español |
| Palabras clave: | accionpsicologica:ART , driver |
| Resumen: |
People at work will management is a central topic of interest in private and public organisations. Nevertheless, under this concept underlie some constructs that often are superposed or misunderstood: motivation, satisfaction and attachment or loyalty. This paper tries to clarify these concepts from a conceptual point of view and presents an integrated vision of the internal and external organisational factors that may influence on them. Focusing on the internal factors and based upon the professional experience of the author throughout more then one hundred workshops with middle and high managers and workers from different sectors, and also on the empiric results of a metaanalysis from nine climate studies in different organisations representing 6,108 individuals, an integrated model is presented that shows which are the manageable factors that impact on motivation, satisfaction or attachment and the relative importance of this impact. Based upon these results, the practical consequences in human resources management are discussed. Finally, some future research trends are suggested to be held. ResumenLa gestión de la voluntad de las personas en el trabajo constituye un tema de preocupación central tanto en organizaciones públicas como privadas. Bajo este concepto, no obstante, subyacen diversos constructos que frecuentemente se solapan y confunden: motivación, satisfacción y vinculación o fidelidad. En este artículo trata de realizarse una clarificación conceptual de dichos fenómenos y se presenta una visión integrada de los factores internos y externos a la organización que pueden influir en ellos. Centrándose en los factores internos y basándose en la experiencia profesional del autor a lo largo de más de cien sesiones de trabajo con directivos y profesionales de diferentes sectores, así como en la evidencia empírica del metaanálisis de nueve estudios de clima laboral en otras tantas organizaciones con un total de 6.108 individuos, se presenta un modelo integrado de cuáles son los factores gestionables con impacto en la motivación, la satisfacción y la vinculación, así como la magnitud de dicho impacto. A partir de los resultados se discuten las consecuencias prácticas que de ellos se derivan para la gestión de recursos humanos y se apuntan finalmente cuáles deberían ser las líneas de investigación futuras.AbstractPeople at work will management is a central topic of interest in private and public organisations. Nevertheless, under this concept underlie some constructs that often are superposed or misunderstood: motivation, satisfaction and attachment or loyalty. This paper tries to clarify these concepts from a conceptual point of view and presents an integrated vision of the internal and external organisational factors that may influence on them. Focusing on the internal factors and based upon the professional experience of the author throughout more then one hundred workshops with middle and high managers and workers from different sectors, and also on the empiric results of a metaanalysis from nine climate studies in different organisations representing 6,108 individuals, an integrated model is presented that shows which are the manageable factors that impact on motivation, satisfaction or attachment and the relative importance of this impact. Based upon these results, the practical consequences in human resources management are discussed. Finally, some future research trends are suggested to be held. |
| En línea: | http://revistas.uned.es/index.php/accionpsicologica/article/view/462 |
Ejemplares
| Estado |
|---|
| ningún ejemplar |
